This report tries to evaluate concepts of job satisfaction, emotions, and leadership. This report focuses on a case study of Aziz who joins a new company and finds her new boss as non-supportive type. He then starts realizing that his previous job was better since his former boss was supportive …

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He has a little “concern for Employees”. At this stage, it becomes important for Suprana to sit back and rethink her approach. She needs to make herself as a diplomat and need to increase her concern for employees. Aziz however, needs to be consistent and keep on trying. He needs to find other ways to increase his motivational level and try to voice his opinion to the top management.
According to the financial reports of 2008, Google has revenues of more than 21.796 billion US dollars. Without any doubts, Google stands amongst the top organizations, when it comes to growth, profitability, brand image, brand recall and brand equity (Honeyman, pp. 19-21, 1982). Experts of organizational behavioral studies suggest employee pleasure as the prime reason for this outstanding performance of Google. The efforts it has been doing for outclassing employee satisfaction has raised the operating cost of Google like anything, but it seems that Google is not even bothered a bit by the increased costs.
An uncountable amount of chef is prepared every day at the Google office. State of art Gym, volleyball court, lap pools, onsite car washes, saloons, dry cleaning shops, free on-site medical checkups and free transportation facilities are just some of the facilities that the employees enjoy at Google. Except for these, Google offers to its worker's benefits like parental leaves, automatic life insurance, tuition reimbursements etc. Google management understands that by all these efforts they can shape the attitudes of their employees that in turn results in desired behaviors from them. On the other hand, this will create employee satisfaction and satisfied employees create satisfied customers (Robbins et al, pp. 259-299, 2009).
For the past few decades, organizations have diverted their attention towards studying concepts of employee attitudes and emotions, employee satisfaction and leadership issues.
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This is why employee satisfaction surveys play a significant role in the management of people. This paper will discuss the various types of employee satisfaction surveys that are conducted by organizations and will explore the various aspects of the survey.

This study gains importance in the present context of human capital and talent shortage in China in majority of the privately owned firms. A joint survey by Kelly Services and Harvard Business Review and an independent survey by Manpower Inc. have revealed talent shortage as a serious concern among Chinese privately owned firms.

The paper operates mainly based on research question which can be stated as follows: Is performance related pay a proven path to improving employee performance and job satisfaction? The researcher states that the performance related pay systems do have some inbuilt lacunas, and may not serve the desired purpose, if not imbued with some salient attributes.

In the changing nature of the working environment the leaders or the supervisors are in the need for continued negotiations with the employees as they are generally more educated as well as intelligent and competent enough for their roles in the organizations much more than their preceding generations.

There are specific components for employee satisfaction. Firstly, the issue of remuneration is a very sensitive and sticky issue that must be transparent and well discussed by the parties involved so as to avoid unpleasant confrontations. It is paramount for the pay to correlate with the work done so as to ensure that there is no grumbling among the employees.

Positive experience on the other hand enhances positive action toward a certain situation. The other situation in which emotions and attitude affects behavior is when an individual has sufficient knowledge about a specific

The emotions are often internalized, this makes it difficult for people to notice when they are at work. In most circumstances, the emotions and moods are responsible for reducing rationality in the process of individual decision-making, hence clouding judgments.
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First, the Trader Joe’s has potential employee compensation and benefits policies to keep its employees motivated. The case study clearly states that Trader Joe’s employees earn considerably more than their counterparts at

4 Pages(1000 words)Research Paper

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